Compensation & Benefits Manager

P3 is a long-term investor, manager and developer of European warehouse properties with more than 10.2 million m² of assets under management and land bank of 1.7 million m² of future gross lettable area for further development.

P3 has commercial activities in 11 countries and has been investing and developing in European markets for over two decades. And because we care about our customers and communities where we operate, we develop environmentally friendly, sustainable warehouses to the highest international standards.

Headquartered in Prague, P3 employs more than 320 people with 25+ nationalities across 11 offices in key European cities, offering integrated development, asset and property management services. P3 has an investment grade BBB credit rating by Standard & Poor’s.

Attracting the right talents is key for our future. We are looking for ambitious and passionate experts who can help us make P3 THE leading logistics warehouse provider in Europe.

Our company values - Integrity, Teamwork, Excellence, Ambition - are embedded deeply within the organization, and guide our steps every single day. P3’s size and stability enable us to take a global view and yet at the same time we are just the right size to maintain our agile and flexible approach on local real estate markets.

Together, we create an environment that encourages personal growth because we know we are successful mainly thanks to the people who make P3. We recognize and reward outstanding performance and motivate people to contribute to our mutual goals and turn their good ideas into great outcomes. We encourage people to have ownership, make decisions and accept responsibility for them.

We are seeking a Group Compensation, Benefits & HRIS Manager
Location: Prague (Czech Republic)

As Group Compensation, Benefits & HRIS Manager, you will be responsible for shaping and continuously improving P3's reward framework and HR systems across Europe. You will combine analytical thinking with a hands-on approach, translating market insights into practical solutions that support our business strategy and reward philosophy. 

Working closely with HR, Finance, Country Management, and external partners, you will drive compensation and benefits initiatives, support executive remuneration processes, optimize HR Operations through technology, and continuously improve the way HR processes are delivered across the Group. 

This is an excellent opportunity for someone who enjoys combining Compensation & Benefits expertise with 

• Supporting the continuous development of HR systems. 

• Act as a key HRIS administrator, ensuring the system supports efficient, standardized, and compliant HR processes across the employee lifecycle.  

• Maintain and optimize HR system configuration, workflows, forms, approvals, and process documentation.  

• Drive continuous process improvements and automation by identifying opportunities to simplify and streamline HR Operations.  

• Support the implementation and testing of new HRIS functionalities, enhancements, and integrations in collaboration with HR, Payroll, IT, and external vendors.  

• Develop a strong understanding of system integrations and data flows between HRIS, payroll providers, and other business applications to ensure smooth and reliable HR Operations.  

• Act as a key user and subject matter expert for HR systems, supporting HR colleagues and promoting best practices across the organization.  

• Stay informed about HR technology trends and proactively recommend improvements that enhance efficiency and user experience.  

• Compensation technical depth — must understand the full reward stack from salary benchmarking and job grading through to STI, LTIP and executive remuneration. Not a generalist who has touched C&B — someone who has designed or materially managed these frameworks themselves.
• Market data literacy — hands-on experience with Korn Ferry, WTW or Mercer. Knows how to pull, interpret and apply benchmarking data rather than just commission a report and hand it to someone else.
• HR systems ownership — has been a key user or administrator on HiBob, Workday, SuccessFactors or equivalent. Comfortable in the system, not just aware of it. The "strong interest in automation and integrations" signal means they want someone who actively improves how things work, not just maintains them.
• Analytical rigour — advanced Excel is explicitly called out which is unusual and specific. This person will be handling complex compensation modelling and market data interpretation. Weak Excel is a disqualifier.
• International benefits experience — has designed or managed employee benefits across multiple markets including vendor management. P3's 11-country footprint means this isn't a single-market benefits admin role — complexity and cross-border experience matters.